In HAA’s June 2026 insights poll, we asked a panel of 39 HR, benefits, and corporate health and wellness leaders how their organizations are acknowledging America’s 250th anniversary. The overwhelming majority say their organizations are not doing anything beyond standard annual observances of the July 4th holiday. One panelist admitted, “The anniversary has turned into a political thing… which is really, really sad. We should celebrate this, but it is hard to.”

Of those who say their organizations are celebrating the moment, most are emphasizing local communities. One panelist described their organization’s focus on celebrating city-specific milestones and “moving our volunteer and employee appreciation events towards celebrating the 250th.”

But leaving it to regional managers to take the lead means that not all employees are being included. “Sadly, for as large as we are, I feel we could do so much more," one panelist said. "Often at the local level, our office managers will do some community-related work. ... But a large portion of employees get left out and truly do not feel part of anything.”

The Political Climate Is Impacting Mental Well-being in the Workplace

Most of our panelists (62%) say that the current political climate is having a significant or moderate impact on employee stress or levels of anxiety. These panelists were also more likely to say that the political climate is having an impact on their employees’ productivity and focus, engagement, and morale. As one panelist elaborated, “Anxiety levels increase due to constant change, causing more stress and workforce productivity loss.”

Over four in five panelists (82%) agree that managing stress due to the political climate is within the scope of an HR leader’s job. Many are taking action by promoting mental health and EAP resources (85%) or communicating guidance on respectful workplace conduct (59%). However, over one-third (36%) of respondents say their organizations avoid addressing political stress directly.

As Midterms Approach, Affordability and Navigating a Fractured Policy Landscape Are Top-of-Mind Issues for Employers

Most of our panelists (92%) express some degree of concern around their employees’ ability to afford healthcare costs, with 40% describing themselves as very or extremely concerned, and many (87%) also indicate concern with their employees’ ability to afford housing or rent. These concerns are substantiated: Just last month, a new national survey by the American Heart Association found that half of U.S. employees say healthcare costs have made it difficult to afford day-to-day expenses such as food, childcare, and rent.

All of our panelists agree that economic instability and financial uncertainty are having an effect on the health and well-being of their employees, with half describing this effect as major or considerable. And the majority (87%) express some degree of concern that their employees are delaying or forgoing care due to cost. Most (65%) agree that employers have at least some responsibility to help address employee challenges with economic instability or financial uncertainty.

When asked to describe their biggest worry related to the current policy environment over the next 12 months, several panelists describe challenges keeping up with the pace and volume of regulatory change, particularly across multiple jurisdictions: “There are too many things changing too quickly, and there are really big differences from state to state that are challenging to navigate, especially as it comes to healthcare benefits,” one panelist said.

And many benefits leaders worry that these changes will amplify cost and access challenges:

• “I fear rising costs and less being covered with health plans. I also fear formulary changings making it difficult for employees to get the medications they need.”

• “[I worry about] uncontrollable pricing and retraction of social nets that have traditionally been a cornerstone of benefit plan offerings and employee wellness/satisfaction.”

• “My biggest worry is the continued federal instability and the weaponization of funding for the foundational social safety net programs on which my employees depend while they build their careers.”

Several panelists describe specific challenges navigating and complying with an increasingly fractured policy landscape over the past year, including state-to-state variance in paid, sick, and family leave laws, and differing access to reproductive care and gender-affirming care across state lines. A few also note continued challenges with anti-DEI rhetoric and immigration policy impacting employee eligibility requirements.

"[I worry about] rhetoric from political leaders that alarms employees, even if it's not instituted as law," a panelist said.

But some leaders noted positive changes, including the federal expansion of FSA limits, expanded telehealth access, and state expansions of women’s health benefits for menopause, infertility, and pregnancy loss.

The Majority Believe Civic Health Is Important, but Few Say Their Organizations Prioritize It

As more Americans feel isolated and disillusioned with U.S. institutions and the prospect of America’s future, civic participation is an important way employers can support the mental health and overall well-being of their workers. Healthy People 2030, the federal government's roadmap for public health, names civic engagement as a recognized social determinant of health, pointing to several mental health benefits such as purpose, belonging, and community. And the Health & Democracy Index has found that states with more inclusive voting policies and higher levels of civic participation tend to show better health outcomes. 

HAA’s panelists largely recognize this connection in their own workforces:

• 82% agree that employers have a role in helping employees stay informed about health policy changes that may affect their benefits. 
• 72% agree that employees' ability to participate in civic life affects their overall health and well-being. 
• 69% recognize that an employee’s sense of safety and inclusion in public life outside of work influences their sense of belonging in the workplace.
• 62% agree that civic health is an important component of a comprehensive workforce health strategy.
• 57% say supporting employees' ability to engage in civic life is part of their responsibility as an employer.

As one panelist put it: "During times of political stress and economic uncertainty, employees often look to their employers for stability, transparency, and support. If organizations are not proactive in communicating or adapting their people strategies, it can impact engagement, retention, and overall morale."

But belief often isn’t translating into practice. Only 31% of panelists say their organization prioritizes civic health in their workforce well-being or engagement strategy — revealing a striking gap between what leaders value and what their organizations do.

Employers Recognize a Role in Advocating for Health Policies That Protect Their Workforce, but Are Hesitant To Act

That gap shows up again when leaders are asked about policy advocacy. When asked to share the biggest barriers holding their organizations back from advocating for policies that affect worker health, panelists most commonly point to concern about being perceived as politically partisan, cited by 66% of respondents, followed by limited budget or resources (61%) and leadership not prioritizing the area (55%). Only 8% say they don't see health advocacy as an employer issue at all. 

The right tools can empower organizations to take action. The resources panelists want most include plain-language summaries of relevant legislative or regulatory changes (76%), communication templates for talking with employees about policy changes (55%), and guidance on how to help employees navigate health misinformation (47%).

The 250th Anniversary Is an Opportunity To Spark Conversations on Civic Health

Many organizations may be doing more than they realize to support the civic health of their workforce:

• 90% of panelists say their organization offers paid time off or flexible scheduling to vote.
• 46% offer employee volunteer days or paid time off for community volunteering.
• 33% provide paid time off or flexible scheduling for employees to serve as poll workers.

These are low-lift, nonpartisan starting points, and there's room to build. The 250th anniversary offers an organic tentpole moment to start these conversations. 

Together for 250, a campaign from the nonpartisan nonprofit Business for America, invites company CEOs to write "A Birthday Letter to America" about what the milestone means to their employees and communities. Participants range from the engine-maker Cummins to dozens of regional chambers of commerce. As Emmis Corporation CEO Jeff Smulyan said, “Economic growth and civic health go hand in hand. You can't have one without the other.” 

The U.S. Chamber of Commerce Foundation's America's 250th Celebration for Business Playbook also offers nonpartisan, workplace-friendly options to promote civic engagement. Some examples include:

• Host a facilitated community dialogue that connects local history to present-day life.
• Organize an employee volunteer day.
• Share nonpartisan election and ballot information. 

Beyond the Anniversary, Belonging Is Key

Ahead of midterm season, HAA’s employer guide Belonging in the Workplace: Election Year Edition tips to help you support belonging and mental well-being, along with nonpartisan ways to promote civic engagement within your workforce. The toolkit also includes plug-and-play messaging prompts for HR communications teams, employee communication tips promoting respectful civil discourse, and a manager’s conversation guide.

Methodology

HAA’s June 2026 Insights were collected from 39 leaders in HR, benefits, and corporate health and wellness who participate in HAA’s Research Panel. They represented a diverse mix of large (34%), medium (24%), and small (42%) U.S. employers. Collectively, their organizations reach nearly 374,000 workers across a wide range of both service and labor industries.

Authors and Contributors

• Sarah Rauzin, MPH, CPH, Director, Health Strategy and Insights, Health Action Alliance
• Abigail George, Sr. Program Manager, U.S. Business Coalition to End HIV, Health Action Alliance
• Rachel Reyes, Program Manager, People & Operations, Health Action Alliance
• Leila Elayed, Intern, Research and Advisory, Health Action Alliance

Join the Conversation and Get Paid for Your Insights

Leaders in HR, benefits, health and safety, and corporate wellness are invited to join HAA’s research panel, where you’ll share your expertise and insights to help inform free resources that support your efforts in workplace health.